Black and Blue: The University of Michigan’s History of Training Black Otolaryngologists
In honor of Black History Month, we share a brief history of Black recruitment at the University of Michigan Department of Otolaryngology-Head and Neck Surgery.
David J. Brown, MD, Terrence K. Pleasant, MD, and Shannon D. Fayson, MD, on behalf of the History and Archives Committee
The University of Michigan Department of Otolaryngology-Head and Neck Surgery’s history of training Black surgeons dates to the 1970s. These recruitment and retention efforts predate practices formerly championed by Diversity, Equity, and Inclusion initiatives and have been remarkable amid significant national legal challenges to policies and procedures designed to reduce discrimination and promote equal opportunity.
1998 Black residents and fellows, left to right: Drs. Charles Greene, Larry Myers (fellow), Rodney Taylor, Oneida Arosarena, Monte Harris, Charles Boyd (fellow), and David Brown. Missing, Dr. Claudell Cox.
The history of recruiting Black surgeons in the Department of Otolaryngology began with the training of the first Black otolaryngologist at the University of Michigan, Gus Gill, MD. Upon earning his medical degree from the University of Michigan in 1969, Dr. Gill was recruited by Dr. Walter Work, who served as Chair of the Department of Otolaryngology at the University of Michigan from 1961 to 1977. Dr. Gill completed residency at the University of Michigan and then served as Chair of the Otolaryngology Department at Charles R. Drew University of Medicine and Science for 27 years, becoming the first Black otolaryngology chair in the United States.
This monumental event, initiated by Dr. Work, paved the way for subsequent efforts to recruit a more diverse trainee cohort. Charles J. Krause, MD, who served as Chair from 1977 to 1992, continued this legacy as a pioneer in promoting diversity. He actively mentored, sponsored, trained, and hired Black and women otolaryngologists. Additionally, he was instrumental in establishing the first departmental Diversity Committee at the University of Michigan Medical School. Given his passion for promoting cultural diversity within the field of otolaryngology-head and neck surgery, he was recognized in 1999 by the University of Michigan with the Harold R. Johnson Diversity Service Award.
By the numbers, the Michigan Department of Otolaryngology-Head and Neck Surgery’s history of training Black surgeons is quite remarkable. The total number of Black otolaryngology trainees at Michigan is 31, comprising 17 resident trainees, four residents and fellow trainees, five fellow trainees, and five trainees currently in the residency program. The percentage of Black resident trainees peaked at 25% for numerous years at the turn of the century. Currently, five of the 26 residents (19%) are Black, which is more than the national average. While there has been a recent modest increase in the national percentage of Black otolaryngology residents to 4.6% (ACGME 2023-2024 Data Resource Book), it remains consistently lower than the 10% of medical students who identify as Black.
In 2021, we conducted a survey and focus group sessions with the department’s Black trainees and graduates, as well as key individuals connected to the department (unpublished data). The two top reasons Black graduates cited for choosing Michigan were the program's prestige and the quality of the training. The third most significant attraction was the presence of Black residents in the program. In retrospect, the most important aspects ranked after completion of training were the presence of Black residents, the institution's diversity efforts, leadership development, and the program's prestige. Mentorship from other Black trainees (senior residents and fellows) was rated incredibly impactful by most respondents.
While the efforts on behalf of the department and institution were greatly appreciated, more than 80% of the respondents reported experiencing either microaggressions and/or incidents of racism. Despite these incidents, most of the respondents felt well supported by the department. Microaggressions are pervasive and are present despite substantial diversity and supportive environments. The respondents also stated that having (more) Black faculty members would be beneficial.
The trailblazing efforts of Drs. Work and Krause continue to reverberate throughout our department today. As of this year, we have three Black otolaryngology faculty members as well as a growing diversity including women, Asian, and Latino faculty. We greatly appreciate the leadership of our current Chair, Mark E. P. Prince, MD, who continues to value the unique contributions of all individuals and champions the departmental core values of belonging, engagement, civility, and accountability.
2025 Annual BE MORE holiday party with faculty, residents, and their families.
